Employment law is continuing to evolve, and recent employment law changes to Statutory Sick Pay and parental leave represent one of the most significant updates in many years.
For businesses across Oxfordshire and the wider Thames Valley, these reforms bring both practical considerations and opportunities to review how workplace policies support employees.
While the intention is to provide greater security for workers, the changes also underline the importance of clear planning, strong processes and open communication
Statutory Sick Pay from day one
One of the most notable employment law changes is the removal of the three day waiting period for Statutory Sick Pay.
Eligible employees can now receive SSP from the first day of sickness absence, rather than having to wait until day four.
This shift is expected to benefit millions of workers, particularly those on lower incomes, by reducing the pressure to return to work before they are well enough.
Earlier access to sick pay should also support healthier workplaces and reduce longer‑term absence.
Eligibility has also been widened. The previous lower earnings threshold has been removed, meaning more part time and lower paid employees may now qualify. SSP is paid at the lower of £123.25 per week or 80% of average weekly earnings.
External guidance:
GOV.UK – Statutory Sick Pay changes for employers
Day one parental leave rights
Alongside SSP changes, new day one rights to Statutory Paternity Leave and unpaid Parental Leave have been introduced.
Previously, employees needed a qualifying period of service before accessing these entitlements.
Under the new framework, eligible parents can take statutory leave from the start of their employment.
This gives families greater flexibility during key life events and removes difficult choices between job security and family responsibilities.
Additional rights have also been introduced through Bereaved Partner’s Paternity Leave, allowing partners time away from work following the death of a child’s mother or primary adopter.
External guidance:
GOV.UK – Day‑one parental leave rights
Wendy Tatham – The MGroup Partnership “We regularly encourage clients to view regulatory updates as a prompt to sense check processes. Small adjustments made early can save a lot of time and uncertainty down the line.”
What this means for employers
For employers, these changes highlight the importance of reviewing policies and systems.
Sickness absence procedures, payroll calculations and staff handbooks may all need to be updated to reflect the removal of waiting days and expanded eligibility.
Clear communication is equally important. Helping employees understand how the changes apply to them can reduce confusion and build trust across teams.
Ollie Squire – Partner at The MGroup Partnership “Changes like these often feel technical at first, but their impact is felt day to day. Businesses that take time to update policies and communicate clearly tend to see fewer issues later on.”
A chance to review wellbeing and workforce strategy
Beyond compliance, these reforms provide an opportunity to reflect on wider workforce wellbeing.
Supporting employees during illness or family transitions can strengthen engagement, improve retention and create a more resilient working culture.
For many local businesses, particularly SMEs, these reviews are most effective when they form part of a broader planning conversation.
Click here to find out more how The MGroup can help you.
Enforcement and oversight
The changes sit alongside wider employment rights reforms, including the introduction of the Fair Work Agency.
This new body brings together existing enforcement powers and is intended to simplify compliance while supporting employers who want to do the right thing.
Staying informed and prepared will be increasingly important as oversight becomes more streamlined.
Our approach
Across Oxfordshire and the Thames Valley, we work with businesses who want clarity rather than complexity.
By offering practical, expert guidance and ongoing support, we help clients stay compliant and confident as regulations change.
If you would like to discuss how these employment law updates affect your business, or review your current arrangements, we would be happy to arrange a no obligation conversation.